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Financial Aid deadline is February 15! But what about international travel?

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The deadline for applying to PyCon 2017 for Financial Aid is this coming Wednesday, February 15th! The link to the application is on our main Financial Aid page:

Given that international travel to the United States has become a greater risk for many in the international community, PyCon wants to make an extra stipulation this year to try to protect our Financial Aid recipients in case they are turned away upon arrival in the United States. But, first, let’s get clear about the risks and duties of those who are awarded Financial Aid.

For many people, airline tickets and nights at a hotel are never routine expenses. They are frightening blows against a bank account — large, exceptional purchases for special occasions. But what if a person becomes too ill to travel, cannot get a full refund, and the money is simply lost? What if a missed flight adds hundreds of dollars of extra expense that were not in the budget and for which they are unprepared?

While PyCon’s Financial Aid program does strive to make travel possible for a broader audience than could comfortably attend the conference on their own budget, it cannot eliminate the risks of travel. Indeed, its mechanism for delivering awarded funds — a physical check that must be collected at the conference itself — can only succeed for travelers who actually reach PyCon.

So let’s review the risks of traveling to PyCon in the hope of receiving a Financial Aid check, and then learn about the new promise that the conference is making this year:

  • Financial Aid is designed to help with travel expenses, not with your visa application fee. Financial Aid applicants have always been responsible for paying their own visa application fee, whether the visa is granted or denied. This remains true for PyCon 2017. So keep in mind that if your visa is denied, the United States will not refund your processing fee, and — as you will not be traveling — PyCon will not be giving you Financial Aid or refund your visa processing fee.
  • You should apply for your visa, if you decided to attend, right after you receive our response to your Financial Aid application.
  • As you start the visa application process, go ahead and register for the conference. You can do so without risk: we always fully refund a registration fee when a visa application is denied. We even waive our usual $25 fee for processing a cancellation — you receive back the full registration fee that you paid!
  • However, we advise you to delay any non-refundable travel purchases until after you have been granted a visa. Many applicants wait until they have their visa in hand before they even book a hotel room, and almost everyone waits until the visa arrives before purchasing airfare.
  • Beyond those guidelines, we have traditionally provided only the promise that each Financial Aid recipient, if they make it to PyCon, will receive their check. This obviously burdens each applicant with a risk: that if their travel plans go awry and they cannot reach Portland, that they will receive no Financial Aid. They will have to try cancelling their hotel room in time to receive a refund, and ask their airline if any kind of a refund is possible.
  • In previous years, PyCon assumed this risk to be a reasonable one. But we want to make a new stipulation here in 2017. First, if despite holding a visa you are denied entry upon arrival to the United States, then after you pursue and receive whatever refund your airline might be able to offer, PyCon wants to send you enough of your Financial Aid grant to cover the rest of the cost of your airfare (or the whole grant, if the airfare cost more). You will need to document that you indeed arrived in the United States and were denied entry.
  • Second: if despite holding a visa you are denied entry upon arrival to the United States, but used our registration page to book a room in a conference hotel, our staff will personally work with the hotel to make sure you do not receive a cancellation fee.
  • Third: if despite holding a visa you are denied entry upon arrival to the United States, PyCon will fully refund your registration fee. While this is more serious for our conference budget — at such a late date, we will be unlikely to be able to register someone else in your place — we have decided to put the financial safety of our Financial Aid recipients from overseas first.

We hope that these extra guarantees beyond the normal terms of our Financial Aid program will help applicants plan more confidently and will continue to make PyCon 2017 an option for as wide a slice of the worldwide Python community as possible.

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11 days ago
Melbourne, Australia
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Managering in Terrible Times

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These are terrible times. You may be facing these events head-on as a member of a marginalized group or as an ally, and if you’re a manager, you likely have direct reports who are doing the same.

Put your own oxygen mask on first and read Productivity in Terrible Times. Then follow these guidelines for supporting your team.

As managers, one of our responsibilities is to provide the safest workplace we can to those around us. This includes members of marginalized groups who are dealing with a rapidly worsening environment, folks who may be anticipating legal challenges, and people with families who are uncertain about their ability to keep their jobs and stay safe in their communities. How do we support our reports in this rapidly changing political environment?

What follows is my perspective as a cis white woman in tech, so your mileage may vary. I recognize the privilege I have in being able to safely write about this, and the privilege that few of the new changes with this administration have directly affected me (so far). So I hope this blog post is a helpful starting point for folks, but am happy to continue this conversation and discuss best practices in different contexts.

There are two primary ways we can support our direct reports: proactively, by creating a supportive and safe environment, and reactively, responding to individual crises.

Creating a supportive and safe environment

As I talk about creating a safe space at work, my overarching theme is clarity. With our brains on overdrive trying to make sense of what’s happening outside, it’s harder than ever to parse information. The easier and clearer you can make processes like taking time off, or how the company can support individuals, or your expectations of their work, the easier the load will be for those affected.

Formal support

This is a group effort. Your company likely has formal support mechanisms for all employees. Figure out what these things are.

  • Does your organization provide transgender-inclusive health benefits?
  • How about coverage for therapy, or self-defense classes?
  • Who should people talk to if they have questions about coverage?
  • What is the process is for moving, or for working remotely?
  • Does your organization do donation-matching?
  • Can your company provide a space to hold protest sign-making workshops or materials?
  • Has your CEO said something publicly about recent events, particularly something that makes it clear how the company will support its employees?

These are examples of things that can help employees know that the company as a whole (not just their manager) aims to support them, and hopefully keep them safe.

Informal support

Communicate clearly to your direct reports about the ways that you are eager to support them:

  • Researching all the above “formal support” questions, and documenting and sharing the answers/procedures with them (and keeping those answers updated and shareable with others)
  • Demonstrating/naming that it’s okay to take a day off for mental health reasons, for visiting a doctor, or for generally taking care of what they need to
  • Giving space in one-on-ones to talk about how they’re feeling, or about how to manage feelings of unproductivity (and that it’s safe to do so with you)

As you delegate work or articulate deadlines, make it incredibly clear what’s expected of folks. Take care to not give any individual a confusing piece of work, or fuzzy expectations. Give them the gift of clarity, so they can also communicate with you about whether or not they can accomplish the work they’ve been assigned.

Support in 1:1s

As a manager, you’re in a position of both power and familiarity. Because of your experience with your reports, you are able to notice behavior that is out of character. However, because of your position of authority, your reports may feel unsafe and burdened by talking with you about what is happening in a 1:1. Don’t create an extra burden on folks by springing the topic on them.

Instead, here’s what I recommend saying, in order:

  1. As an aside, I wanted to check in and see if there’s anything else I could do to support you right now.
  2. There’s a bunch of stuff in the news right now on X Topic (where X is changes to ACA, or revoking visas for immigrants, or reproductive rights, etc.). I wanted to make sure that you know that it’s okay for us to talk about this stuff in one-on-ones.
  3. And, I want you to know that it’s also okay not to talk about this stuff with me.
  4. As your manager, I want to make sure I’m supporting you as best I can. Is there anything that would be helpful to you to chat about?

Or something else to make it SUPER EASY for your direct report to say “no thanks” and move on. The burden shouldn’t be on them to have an awkward conversation with you that they’re unprepared or uninterested in having.

Remember: marginalized folks are repeatedly called on to explain These Terrible Times to others, and this is a way in which well-intentioned people exacerbate the burden on already-oppressed people. Some members of marginalized groups may see what’s going on as a continuation of structural discrimination, and not as a massive system shock. They are not new to this conversation, and they have likely been having it with people like us (white people) for many years before today.

Responding to individual needs

Yes, we have jobs to do. Yes, it’s part of your job to help make sure work is getting done. Continue to help your reports find that balance.

If you’re following the steps outlined above (clearly setting expectations, and outlining company support as well as your support in 1:1s), you’re well on your way to having transparent conversations with your direct reports about their impacted productivity. If you need to acknowledge a dip in productivity, focus on observable, measurable things: X feature has to ship by Y deadline.

Be patient with decreased productivity

Partner with your direct report to both find a solution and support them in staying healthy. Ask them:

  • How else could we meet this goal?
  • What can I do to help you meet this goal?
  • What would the impact be of moving this goal?

If you’re a manager of managers, make it clear how you want folks to handle the decrease in productivity. This is especially necessary when managers may not be up to speed on the reasons why their reports are feeling a certain way. Some years ago, when many women in tech (myself included) were experiencing decreased productivity as we watched the events of GamerGate unfold, I helped my CTO write an email to managers, which gave them all:

  • a shared context (especially if they had no idea what was happening)
  • an understanding of how this news might be affecting folks, even if in indirect ways
  • the reminder that people might not want to talk about it, and it’s our obligation to provide a safe space in either case.

If your report is directly affected

Meaning: if their visa is revoked, or their parents can no longer come and visit them this summer due to the travel ban. If they were discriminated against in a shop. If they were followed home, or taunted, or threatened. In just the last few months, plenty of very real things have happened to my coworkers, and I have learned a lot about how to more helpfully respond and support them.

A natural instinct that we have is to express deep concern, or deep sympathy, to someone who’s been through a horrible thing. Though the impact pales in comparison to what’s happening right now to marginalized groups, when I was divorced a few years ago, I remember acquaintances reacting with such emotion that I had to console them. I recall thinking, “Wait, why am I spending so much energy needing to reassure this person? Isn’t it me who’s going through this bad thing?”

If your direct report shares A Tough Thing with you that happened to them, do not respond in a way that requires them to reassure you. Sentiments like “it makes me feel sick to my stomach hearing what happened to you” or “it makes me so sad that you’re having to go through this” refocuses the sympathy on you, inappropriately. Lean on your support network outside of work to talk through how you’re feeling about what happened; do not put more hardship onto your direct report. They’ve got enough to think about.

Instead, acknowledge that you feel for them, and refocus on how you can support them. If it’s obvious, suggest the ways in which you or the company can support them - “Would it be helpful to take the afternoon off?” or “Would it be helpful to talk through it more?”. If it’s not obvious, ask them how you can best support them.

Lastly, you may not be at risk of the same kinds of threats as your direct reports. If someone says they feel threatened, believe them. Marginalized people already experience gaslighting from outside sources; please don’t gaslight them in the workplace.


This is going to get harder before it gets easier. “It’ll be okay” is no longer an acceptable response. My hope is that in our role as managers, we can co-create systems within our teams and our companies that, at least in part, help support each other.

Many thanks to Michelle O’Brien who turned Webb’s post into a handout, and helped significantly to edit this management post.

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17 days ago
Melbourne, Australia
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4 Comments and 18 Shares

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17 days ago
Melbourne, Australia
17 days ago
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4 public comments
17 days ago
Alternately... I have a kid. But she's fairly self reliant, and can handle herself if I sleep in.
St Louis, MO
17 days ago
Who wants my fucking kids
Philadelphia, PA, USA
18 days ago
True... But then again this attitude is an evolutionary dead end.
18 days ago

This was actually my same train of thought this morning, when I slept until 11am.
Richmond, VA

Ask Polly: I’m Trying to Be Kinder, but It’s So Hard!

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Plate coral and turlte

Dear Polly,

In this New Year, I am trying to be kinder. 2016 was long and difficult, and this year looks no less emotionally arduous and physically exhausting, and I do not want to contribute further to that. Part of my resolution is to be kinder to myself, which involves...More »

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20 days ago
Melbourne, Australia
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Your first fundraiser: a timeline

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In 2011, I co-founded the Ada Initiative, a charitable organisation promoting and supporting women in open technology and culture. Between 2011 and 2014, we ran five fundraising drives, four successfully. This article is the conclusion of a series sharing what I learned in the hope that new women in technology groups and other activist groups can skip to advanced level fundraising much sooner and spend the least time and the most joy on fundraising that they possibly can.


Below is a possible timeline for a fundraising drive, emphasising quick launch rather than the kind of preparation you will need to do as your organisation grows. Many large organisations will have longer timelines and probably have dedicated staff planning the next fundraiser as the previous one winds up, but this timeline is designed to be do-able for an organisation aiming for their first fundraiser, which won’t have the ability to go for many months without funds while putting together the perfect fundraiser.

Two to three months before launch: form your core fundraising team or committee and begin meeting at least weekly. Make a budget for your funding needs if you haven’t already. Choose your organisation’s name and get your website and social media set up. Decide to pursue individual fundraising, Search for and engage a fundraising consultant, accountant, or lawyer, if needed. Establish bookkeeping if you haven’t already.

Begin researching and testing fundraising platforms and, if they require applications to use their platform as some crowdfunding sites do, prepare and submit them. Start planning thank you gifts.

One month before launch: decide on your fundraising platform. If you have existing donors or major supporters, have a consultant or other outsider conduct a few exploratory interviews with them. Are they happy with you? If you have existing work or projects, find any that have outcomes or major milestones that can be released during the drive. Develop a timeline for releasing them and tying them into your drive. Order thank you gifts.

Two weeks before launch: contact potential major donors and ask them to pledge a specific sum of money, or to act as a matching donor. Track the pledges that they commit to, and review your fundraising goal in light of the pledges. Test your fundraising platform beginning to end with real payment methods. Based on your pledge results and your ability to take donations, have an explicit “abort/delay campaign?” discussion with your decisionmakers.

One week before launch: soft launch your donation page if possible (crowdfunding software may not allow it). Ask key volunteers or staff to test donations for you with, eg, international credit cards and similar. (Important: do refund their test donations!) Do a test package and shipment of thank you gifts. Continue reviewing whether you should abort or delay.

Hours before launch: soft launch your banner, counter, and any explicit “we’re having a fundraising drive!” text you’re placing on your website. Make any donations you have direct control over (eg, you or your board are making them!). Email your pledged donors and let them know the campaign has kicked off with “help us off to a great start!” information.

Launch: announce your fundraising campaign in blog posts, tweets, to your email lists.

Throughout the campaign: As each donation comes in, send a brief thank you email, which will normally be a form letter although for donations from your personal friends or the very largest donations you will want to write something personal. Ask each donor why they donated and track their answers. Reshare people’s endorsements and calls to donate selectively, and like/favourite the remainder.

Ship thank you gifts at least weekly, if possible, so that early donors can share them while the drive is still running.

Every Tuesday during the drive: (and more often if you can) release some news or updates (“we signed a lease on a community space!”), an interview with a donor, a limited time thank you gift, or a matching campaign. Explicitly call for donations in any news items.

Every Tuesday and Wednesday during the drive: (and more often if you can) update your social media with information about how you’re doing, where to donate, and how to share information.

Three days before close (Monday): launch your largest matching campaign if any.

Last three days of campaign: Promote your matching campaign, and stay in touch with the matching donor. Assign fundraising team members to be paying attention to the fundraiser all day, if possible, and updating social media three times a day during your major donation periods.

Close: send out “we did it!” blog posts, emails and tweets and then stop your publicity promptly. Send thank you cards and emails to the largest donors and everyone who volunteered for the drive. Ship your last thank you gift batch. While you’re no longer actively soliciting donations, do not turn off the ability to accept donations and keep an eye on social media for people wondering if they can still donate; be sure to tell them “yes”.

Since you’re small, you almost certainly are seriously risking burnout and need a break now. Take it, but remember to check in with your donors after no more than 2 months and ideally sooner with your first news about what you’ve done with their donations.

Next time: once you’ve had your needed break, review what worked and didn’t work about your fundraising drive. If you’re going to rely on donations long-term, figure out when your next drive will be, at least approximately, and begin planning for it now.


Thanks to Lana Baldwin, Selena Deckelmann, Kellie Brownell, and Katina Bishop for their valuble advice to the Ada Initiative between 2011 and 2015. Thanks to the Ada Initiative’s board of directors, advisory board, matching donors, and other volunteer fundraisers during this time, as well as our 1400+ individual donors.

Finally, thanks to my co-founder and the Ada Initiative’s Executive Director, Valerie Aurora, who did the lion’s share of the work and worry on each fundraising drive we did.

Creative Commons License
Your first fundraiser: a timeline by Mary Gardiner is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

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22 days ago
Melbourne, Australia
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#938: Supporting Immigrant Coworkers in the USA.



I have a coworker from Iran. The President is about to announce awful policies around admitting people from countries including Iran. I’m pretty sure he and his siblings are all here on non-permament statuses, though I don’t know for sure. He’s a friendly acquaintance, not someone I’d say I have a close relationship with, but it’s a small workplace and we’ve talked a fair bit.

Is there a good way to be supportive and express solidarity? I don’t want to put him on the spot, as questions that make him uncomfortable, etc. But I do want to do anything I can to make him feel better or make things actually better for him, be that being an emotional support in these stressful times, just letting him know that people around him care, or something else. For context, we live in a very liberal major city in a liberal industry, in a company where people openly talk about their distress over the current political situation, so he probably assumes people are generally on his side.

Thank you.

Hello everyone, it’s the week that the U.S. government decided to use Holocaust Memorial Day to drop a bunch of evil, racist, discriminatory, xenophobic (not to mention illegal) rules designed to cause as much terror and chaos as possible for vulnerable people. Fun fact: The Executive Order in question (full text here, but also potentially hearing That Voice talking in autoplay video, so, be warned) also affects legal permanent residents (green card holders) and dual citizens of other countries (for example, if you are a French citizen who was born in one of the targeted countries, you could also be turned back from boarding a plane or detained at airports) and is designed to create maximum tension & upheaval for people who are already “vetted” and in the country legally. It is already causing chaos and despair for people I personally know and love, and even though initial legal challenges are working and there have been some temporary stays, it is just the beginning of what the new administration has planned with its Nazilicious “America First!” policies where people can be made “illegal” with the stroke of a pen. If you’re in the USA and you’re reading this and think this was a great idea or want to tell me how it isn’t that bad or we should give it a chaaaaaaaaance, please kindly fuck off forever from this website. First rule of surviving an autocracy: Believe the autocrat. It is that bad.

Related reading: 1. Mrs. Kirkorian, Sharon Olds, 2. Home, Warsan Shire.

Hello, Letter Writer, thanks for writing your sadly- timely-as-fuck letter and wanting to do right by your coworker.

The literal best thing you can do right now is to help stop the policies (Source: The Nation).

A. Educate *yourself* about the issue. Don’t make already-vulnerable people explain things to you and for fuck’s sake if they do explain things, don’t debate them about it or try to correct them about it and don’t offer empty reassurances that it can’t be that bad. A lot of smart people are writing about this stuff right now, you can hold your questions until you can be alone with Google and those critical thinking skills you were hopefully taught in school. You don’t have to become the world’s foremost expert or be debate-team perfect overnight. If your coworker wants to talk about stuff, listen without interrupting.

B. Bug every single elected official that you have, every day. Here are tips for doing so if you have anxiety. Short version: Calling works best. If you’re going to send postal mail, use postcards. Call YOUR representatives. Say your name and address and keep it short. Be nice to the person answering the phones, they have a hard job. Script: “Hi my name is ___ and my address is _____. I don’t need a response.* I do not support ____ and am asking Senator ____ to vigorously oppose it” or “I want to thank Senator ____ for their action/vote/position/statement on _____ issue.” Pick one issue per call (this is the hardest part, honestly).

I hated doing this at first but now it takes me about 15 minutes a day, all told.

*Saying “I don’t need a response” makes it faster for the staffers to deal with you b/c they don’t have to add you to the list of people who need a physical letter.

C. Support organizations doing the work. The ACLU is a worthy organization working hard on this, but they aren’t the only ones. From The Nation:


Many of the efforts protecting immigrants will be on the local level, so find the groups in your community doing the work. As with most small nonprofits, donations are always welcome, but if that’s not within reach, take time to learn about the organization, its active campaigns, and volunteer your time. Below are a few examples to get you started.

Arab American Association of NY (AAANY): AAANY supports and empowers the Arab Immigrant and Arab American community by providing services to help immigrants adjust to new homes and become active members of society. Their aim is for families to achieve the ultimate goals of independence, productivity and stability.

National Day Laborer Organizing Network (NDLON): NDLON works to improve the lives of day laborers in the US. With member organizations across the country, NDLON works to unify and strengthen its base in efforts to develop strategic and effective leadership, mobilization and organizing campaigns.

CAIR: The Council on American Islamic Relations has fought for the civil rights of American Muslims. There are 30 nationwide affiliates, defending, representing, and educating over 1 million Muslims in the New York area.

Families for Freedom (FFF): FFF is a multiethnic human-rights organization in NYC run by and for individuals and families facing and fighting deportation. FFF organizers are immigrant prisoners, former prisoners, their families, or those at risk of deportation. Their aim is to empower immigrant communities as communities of color, and to be a guiding voice in the fight for human rights.

Grassroots leadership: Located in Austin, Texas, Grassroots Leadership believes “no one should profit from the imprisonment of human beings” and they “work for a more just society where prison profiteering, mass incarceration, deportation, and criminalization are things of the past.” They are currently organizing Sanctuary in the Streets Training to build sanctuary networks through direct action and organizing throughout Texas.

Hebrew Immigrant Aid Society (HIAS): HIAS brings the lessons of its history and Jewish ethics and experience to our commitment to serve refugees and other displaced persons of concern around the world through the following values: Welcoming, Dignity and Respect, Empowerment, Excellence and Innovation, Collaboration and Teamwork, and Accountability. If you’re not in New York, HIAS also works with a variety of refugee resettlement organizations across the country.

Make the Road New York (MRNY): MRNY builds the power of Latino and working-class communities to achieve dignity and justice through organizing, policy innovation, and transformative education. Its campaigns include expanding civil rights, promoting health, improving housing, achieving workplace justice, improving public education, and empowering youth. It has recently launched a group called Aliados for allies of immigrants to join the fight. You can sign up for their next meeting here.

Many of these are NYC-central; you very probably almost definitely have a group somewhere local to you. The awesome airport protests yesterday didn’t happen “out of nowhere.” It’s great that social media reached so many people and got them to show up, but many brave people were organizing for this eventuality already. Connect.

D. If you can protest/march/rally/show up where you are, then do it. If you can’t, and not everyone can, do what you can to support those who can. For one example, I like the Chicago Community Bond Fund, which helps pay bond for people who can’t afford it, including but not limited to protestors and civil rights activists. Make signs. Make calls. Provide child care for people who go.

Use your voice and your power as a citizen to fight this. This is not so much “resistance” as the work of civic engagement we should all have been doing all along.

E. Beware of dogwhistles. I listened to the UK Prime Minister – US President press conference on Friday (why I did this to myself I don’t know but I did) and the number of times they used the term “ordinary working people” or “ordinary working citizens” in their comments was telling. Whatever else those words mean when they are at home, when politicians use them together it is a code that specifically means”white people who hate foreigners and who are probably racist, like me.” Every time you hear Real Americans or Ordinary Working People or The White Working Class from a politician, you are hearing a racist dogwhistle. Every time. I don’t care who is saying it – If your preferred-lefty-sort-of-candidate or politician is saying it, it’s still a racist dogwhistle used when trying desperately to chase after those voters.I say this because another racist dogwhistle is about “peaceful protesters” versus the other kind. We’re seeing bills to criminalize protest pop up all over the place. The Women’s Marches last weekend were “peaceful” because the police did not meet large groups of white women with the same violence and attempts to provoke violence that they routinely visit on black protestors. If you want people to continue to be able to demonstrate in defense of their human rights in our country, white people gotta show up and keep showing up for black activists, immigrants, Native American/First Peoples, and others.

Learn to hear these dogwhistles for what they are and call them out. We’re going to hear them a lot in these coming years.

F. Bonus: If you’re in a position to do something on an institutional level, do it. Companies who depend on international workers, what can you do to sponsor visas/hire attorneys/throw emergency funds to people in crisis/pull some levers of power for your employees? If you’re not in management, that’s a good question for you and coworkers to ask management. “Hey, what is company doing to support our colleagues and help them defend their rights? And how can we help?” (P.S. Wealthy people who hire domestic workers, what are you doing to keep your staff safe right now?)

G. Actually talk to your coworker.

Okay. You did some reading. You’ve called your representatives and will keep calling them. You donated some $ and some time. You deleted or countered the dogwhistle comments from that one racist relative on your Facebook. Maybe you showed up at an airport or are gonna show up soon to witness and protest for detainees. Cool. Then it’s time to say to your coworker something like, “I can’t imagine how stressful and terrifying all of this is for you & your family. I don’t agree with it and I’m doing what I can to stop it. I don’t want to put you on the spot, but I wanted to tell you that I’m really glad you’re here and that I get to work with you and know you.

Remember, “Comfort In, Dump Out.

Remember also that “Let me know if there’s anything I can do” is not actually a helpful thing to drop on someone in crisis. It feels helpful, but actual help needs to be more specific. More helpful would be “If you need to vent about it, I’m happy to listen.” 

If we all do the work diligently and for real maybe we can avoid the “If you need me to hide you in my attic for several years, I’m down” stage.

I’ve got some heavy deadlines and distractions going on, so I’m turning comments off for this post. Google. Call. Donate. Demonstrate. Question. Be kind.




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23 days ago
If we all do the work diligently and for real maybe we can avoid the “If you need me to hide you in my attic for several years, I’m down” stage.
Melbourne, Australia
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1 public comment
23 days ago
More helpful things to do.
Chapel Hill, NC
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